Looking for a new job can be a daunting, draining, soul crushing experience. However if you establish realistic expectations you can approach the rejection and struggle philosophically rather than personally and hopefully not succumb to depression.
Please consider the following before you start pounding the pavement so that you don’t start pounding your head against it.
You might suffer through a long application process – So you’ve just found a great job online you feel is perfect for you? You apply and find that you’ve entered an arduous process that little helps your job seeking fatigue. Fifty-four percent of HR professionals report that their organization’s application process takes over 20 minutes to complete! Keep in mind that on average every online job posting receives about 200 resumes. Before you enter into 20 minutes of online hell and compete with 200 other blokes, ask yourself, “Do I really want this job?” and “Am I really qualified for this job?” If you can’t answer “yes” to either of those, then don’t waste your time.
You probably won’t find a job online – The majority of open positions aren’t advertised online and according to a 2014 survey by CareerXroads, only 15 percent of jobs were filled through job boards. Most candidates are sourced from within or from referrals. Networking therefore may be a better use of your time.
You probably won’t hear back from the employer – A Careerbuilder survey suggests that three-fourths of job candidates never hear back from the employer after applying or they receive no more than an automated response after hitting “submit”. Yes, though this lack of employer action may be unprofessional, you should not take it personally. If you are holding your breath with crossed fingers and refreshing your inbox repeatedly, you will be disappointed if not frustrated.
You weren’t rejected because of who you are – Automated systems often filter out about 75% of the candidates who apply through them and much of this rejection is based solely on the lack of keywords in your resume. If a company shows no interest in your online application, don’t take it personally. Chances are a human never saw your resume to begin with and even if they did, they spent on average only six seconds getting to know it.
You may not have been rejected for lack of skill – You may have all the skills in the world but today, as unfair as this sounds, cultural fit is given more consideration during the hiring process. A study of 500 organizations found that 82% felt cultural fit was an important measure in the hiring process while seventy-five percent of respondents believed cultural fit was a good predictor of success. Understand though that fit is a two-way street. If they don’t feel you are a fit for them, they may not be a fit for you either. Learning that up front is perhaps best for your career.
Hiring managers barely look at your resume – Hiring managers and recruiters look at your resume, as mentioned above, for a mere six seconds. During that time they only look at your name, current position, previous position and education. Make sure your resume is formatted in such a way that this information can be accessed quickly to best maximize the time they spend on you.
You may be requested to take a video interview – Dozens of video interviewing providers now litter the hiring landscape as employers seek to hire more efficiently and effectively. If you are invited to take a video interview, do not panic and certainly do not feel slighted you weren’t immediately invited into the office. You have been invited because your resume interests them. You have passed the skills audition and the video interview is your chance to let your personality shine. Read, “4 Reasons Why Job Candidates Should be All Over Video Interviewing.”
A job search is more a marathon than a sprint. Understand these six points and you just may have the endurance to make it to the finish line.
The possibility of hiring people online has changed the recruitment market immensely. Almost every bigger company uses online recruiting methods in one way or another. There are just so many possibilities.
Social recruitment is one of those. It means using social networks to reach and pick out potential employees. Freelancing websites are another one. They are a great way to find and contact a lot of external talents. Last but not least, a lot of companies use online as an easy way to support their offline recruitment methods. For example by posting their offer on their website.
But why are companies so crazy about online recruitment? All the ways described above have their specific advantages and disadvantages. But recruiting online is inherently different than previous methods. In this article, we’ve put together the 4 main benefits of finding new employees or external experts online.
- Faster recruiting process
To start it off with an obvious one, recruiting online yields results much quicker than traditional methods. Here’s what it takes to make an offline job ad – contact newspaper to insert ad, get it approved, wait for print, wait for delivery, wait for candidate response. You’ll notice the word wait three times at the end there. Here’s the online process – post on platform of your own choosing, wait for candidate response.
These examples are a bit oversimplified, but you get the idea. Candidates can view your online job offer right away, 24 hours a day and response as quickly as they can. Waiting for CVs or other documents to physically reach you is simply inefficient when compared to online alternatives. A faster recruitment process means your company gets the workforce it needs sooner.
- Reduced costs
It costs less. Not only is it cheaper in general, in some cases it comes with no additional financial costs, e.g. social recruitment via Facebook or LinkedIn. Professional online recruiting platforms will cost more than your Facebook page, but the bottom line should still come out in your favor.
And it’s not just monetary savings either. Online recruitment also saves your HR department time. This means they have more time to optimize working processes, train your employees and pick out the best prospects for that job opening. Another online specific advantage is the fact that you can always change your ad or posting relatively easily compared to offline methods.
- No geographical barriers
It doesn’t matter where you are anymore. Your target audience doesn’t have to be in a specific region to get the TV ad, the newspaper, see a poster or pick up a flyer. They just have to be using certain online services. This means you can access a global market of experts. You all know the advantages of outsourcing – it can be cheaper and bring very valuable talent and experience that maybe just isn’t there in your region.
- Filtering possibilities
A larger pool of candidates to pick from might seem intimidating at first, but it doesn’t have to be. Statistically, the more people you reach, the more likely it is that the people you are looking for are among them. If you use external services, for example, you will be able to look for people who work in a specific niche or have plenty of experience in the field you want. You can filter by region, language, and sometimes even expected pay. This won’t be the case if you’re using other forms of online recruitment. However, with the emergence of trends like Big Data, more companies are using their databases to help determine which employees are most likely to be hired.
Of course, offline recruitment can still be useful in some cases. But if you’re not using any online channel or platform for finding candidates in 2016, you’re probably doing something wrong.
Viktor Marinov is the voice behind the freelancer magazine at http://www.freelancermap.com. Every week he comes up with helpful hints, checklists and guides for freelancers and independent workers. If you would like to know how to find remote jobs online or how to niche yourself as a freelancer, check out his freelancer tips!